Question: “I am a fairly new manager. One of my employees thinks he knows everything and frequently talks back to me. Every morning, I have a short staff meeting, and so far this guy hasn't shown any signs of wanting to attend. I told him that I might need his input and asked if he's ever going to join the meetings. He replied that he saw no point in it. What should I do ?” — Baffled Boss
Editor's Note: For more tips on handling challenging people, visit Marie McIntyre's Your Office Coach blog.Marie’s Answer: Like many new supervisors, you’ve learned that a manager title doesn’t automatically produce respect and compliance. Tolerating insolent behavior sends the message that you’re a doormat, so consider these suggestions:
• Assert the authority of your position to control disruptive employees. When you “ask if he’s ever going to join the meetings,” you sound like you’re begging, not managing.
• Replace your weak request with a strong statement. Example: "Even though you don’t like attending our daily meetings, I need you to be there. I’ll expect to see you at the meeting on Monday."
• After clearly stating your expectations, tell him what will happen if he fails to show up. (Before talking with him, agree with your boss on an appropriate consequence for missing meetings.) Then end the conversation without giving him a chance to argue.
• If this obstinate fellow is absent again, impose the promised consequence without delay. And if he continues his rude and rebellious behavior, consult with your human resources manager about appropriate next steps.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/10656/managing-a-disrespectful-employee "
- Overhaul relationship boundaries when your friend becomes your boss
- Former Cook County prosecutor files discrimination suit
- On the hook for FMLA transgression? Offer immediate reinstatement to cut liability
- What to do when worker refuses to sign disciplinary memo
- HR certification: Worth it? If so, which one to pursue?